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Blind Recruit- The Ins and Outs?

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As many of you will be aware ‘Blind Recruitment’ has been a hot topic in the news as leading employers and universities are being asked to remove candidate’s names from their application before reviewing. As a rapidly expanding business, recruitment is a common concern within our organization, so when something like this appears in the news, we take notice.

 

The government initiative has been set up with a view to eliminating discrimination when it comes to the recruitment process. It has been revealed that applicants with ‘white names’ received a much higher success rate in applications than those with ‘ethic names’.

 

Major employers such as the BBC and HSBC have already implemented the scheme as part of their graduate recruitment process. The process has been trailed in France, Germany, Sweden and The Netherlands and the results have shown that candidates of ethnic origins stand a much higher chance of success.

 

Blind recruitment involves a process that many recruitment firms work to on a regular basis, which is simply removing the contact details on candidate CVs. The only difference will be the name will also be removed, although many recruitment firms who send out speculative CVs, or those that have a no name policy with their clients will do this anyway.

 

Removing the contact details on a CV will only increase the candidate’s chances of receiving an interview, as prejudice can still exist after this. The point of blind recruitment is not to ensure more placements, but to ensure equal opportunities. Blind recruitment ensures that candidates receive a fair opportunity to present themselves for a job and cannot be discriminated because of their name, gender or age.

 

Some argue that blind recruitment is a short sighted process, and employers need to be educated on the benefits of a diverse workforce, rather than simply being forced into considering candidates for equal opportunities reasons. Whether the process is to be successful in the UK or not is yet to be seen, but this step will create a much more level playing field when it comes to interview selection.

 

So, you’re probably wondering how this will affect your recruitment prospects, and the real answer is, it won’t. If you were right for a job before, you are still going to be right for it now, the only difference is your name, age and gender won’t hold you back in the interview selection phase. When it comes to being selected for an interview at Curtis Gabriel, you will be judged solely on the strength of your CV, and if it’s not up to scratch, tough!

Posted on November 10, 2015 in Business

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